Slide 1After studying this chapter you should be able to:PersonalityPersonality DeterminantsDominant Personality Frameworks Myers-Briggs Type IndicatorMeasuring Personality Traits: The Big-Five ModelBig Five Traits and OBOther Personality FrameworksOther Personality Traits Relevant to OBPersonality and SituationsPersonality and SituationsValuesValue SystemsPersonality-Job Fit: Holland’s HexagonPersonality-Job Fit: Holland’s HexagonPerson-Organization FitInternational ValuesHofstede’s Framework for Assessing CulturesHofstede’s Framework for Assessing CulturesGLOBE Framework for Assessing CulturesImplications for ManagersKeep in Mind…Chapter 5Personality and ValuesAfter studying this chapter you should be able to:1. Describe personality, the way it is measured, and the factors that shape it.2. Describe the Myers-Briggs Type Indicator (MBTI) personality framework, the Big Five model, and describe their strengths and weaknesses.3. Identify the three traits of the Dark Triad, and describe the contrasting ideas of the approach-avoidance framework.4. Discuss how the concepts of core self-evaluation (CSE), self-monitoring, and proactive personality contribute to the understanding of personality.5. Describe how the situation affects whether personality predicts behavior.6. Contrast terminal and instrumental values.7. Describe the differences between person-job fit and person-organization fit.8. Identify Hofstede’s five value dimensions of national culture.5-2Personality•Personality - the sum total of ways in which an individual reacts to and interacts with othersMost often described in terms of measurable traits that a person exhibits such as shy, aggressive, submissive, lazy, ambitious, loyal, and timidPersonality Determinants•Personality reflects heredity and environment•Heredity is the most dominant factorTwin studies: genetics more influential than parents•Environmental factors do have some influence•Aging influences levels of ability Basic personality is constant5-4Dominant Personality Frameworks Myers-Briggs Type Indicator •Most widely used personality-assessment instrument in the world•Individuals are classified as:Extroverted or Introverted (E/I)Sensing or Intuitive (S/N)Thinking or Feeling (T/F)Judging or Perceiving (J/P)•Classifications combined into 16 personality types (i.e., INTJ or ESTJ)5-5Measuring Personality Traits: The Big-Five Model•Five Traits:ExtraversionAgreeablenessConscientiousnessEmotional StabilityOpenness to Experience•Strongly supported relationship to job performance (especially Conscientiousness)5-6Big Five Traits and OB5-7Other Personality Frameworks•The approach-avoidance frameworkApproach motivation – our attention to positive stimuliAvoidance motivation – our aversion to negative stimuli •Framework organizes traits and may help explain how they predict work behavior 5-8Other Personality Traits Relevant to OB•Core self-evaluationPeople with positive core self-evaluation like themselves and see themselves as capable and effective in the workplace•Self-monitoringAdjusts behavior to meet external, situational factors•Proactive personality Identifies opportunities, shows initiative, takes action, and perseveres5-9Personality and Situations•The effect of particular traits on organization behavior depends on the situation•Two frameworks1. Situation Strength2. Trait Activation5-10Personality and Situations•Situation strength theory – the way personality translates into behavior depends on the strength of the situation•Analyze situation strength in terms of: ClarityConsistencyConstraintsConsequences•Trait activation theory (TAT) – predicts that some situations, events, or interventions “activate” a trait more than others5-11Values•Values represent basic, enduring convictions that "a specific mode of conduct or end-state of existence is personally or socially preferable to an opposite or converse mode of conduct or end-state of existence" 5-12Value Systems•Represent a prioritizing of individual values by:Content – importance to the individualIntensity – relative importance with other values•The hierarchy tends to be relatively stable•Values are the foundation for attitudes, motivation, and behavior•Influence perception and cloud objectivity5-13Personality-Job Fit: Holland’s Hexagon•Job satisfaction and turnover depend on congruency between personality and taskPeople in jobs congruent with their personality should be more satisfied and less likely to voluntarily resign than people in incongruent tasks5-14Personality-Job Fit: Holland’s Hexagon5-15Person-Organization Fit•It is more important that employees’ personalities fit with the organizational culture than with the characteristics of any specific job•The fit predicts job satisfaction, organizational commitment, and turnover5-16International Values•Values differ across culturesTwo frameworks for assessing culture:1. Hofstede2. GLOBE5-17Hofstede’s Framework for Assessing Cultures •Five factors:1. Power Distance2. Individualism vs. Collectivism 3. Masculinity vs. Femininity 4. Uncertainty Avoidance 5. Long-term vs. Short-term Orientation 5-18Hofstede’s Framework for Assessing Cultures 5-19GLOBE Framework for Assessing Cultures •Assertiveness •Future orientation •Gender differentiation •Uncertainty avoidance •Power distance•Individualism/ collectivism •In-group collectivism •Performance orientation•Humane orientation 5-25Ongoing study with nine factors:Implications for Managers•Consider screening job candidates for high conscientiousness•Use MBTI in training and development to help employees better understand themselves and team members, and facilitate communication•Evaluate your employees’ jobs, their work groups, and your organization to determine the optimal personality fit•Take into account employees’ situational factors when evaluating their observable personality traits, and lower the situation strength to better ascertain personality characteristics•Take into consideration people’s different cultures 5-21Keep in Mind…•Personality The sum total of ways in which individual reacts to, and interacts with othersEasily measured•Big Five Personality Traits Related to many OB criteriaMay be very useful in predicting behavior•ValuesVary between and within